2020 Employee Benefits Guide - Resources to take care of your present and prepare for your future - TalentWave
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2020 Employee Benefits Guide
Resources to take care of your present and prepare for your future
The benefits illustrated in this brochure are meant to serve as a summary of the benefits available. Should any discrepancies arise, the official plan documents
will supersede this brochure.
Employee Benefits Enrollment & Eligibility
TalentWave offers an excellent selection of benefits for Making Election Changes During the Year
regular, full-time employees.
In most cases, your benefit elections remain in effect until
This Employee Benefits Guide is designed to familiarize you the next annual open enrollment period. You will not be able
with the benefits that are available to you. Benefits are a to make any plan changes unless you experience a life
significant part of your total compensation package. It is status change event.
important to be aware of the benefits and the value they
represent.
For questions regarding your benefits or
Eligibility enrollment options, please contact:
Employees working 30 hours or more per week and their Phone: 720-381-3220
eligible dependents may participate in the benefits effective Email: benefits@talentwave.com
the first of the month following 30 days of employment. Website: https://www.talentwave.com/wave-
benefits/north-highland/
Generally, for purposes of the TalentWave Benefits
Program, dependents are defined as (please be prepared to
have documentation ready showing someone as a qualified Life Status Change Events
dependent if asked):
Events described in IRS regulations allow you to make a
Legal Spouse change to your benefits coverage if you experience any of
Domestic Partners (Your partner’s portion of the the following (these are the most common):
insurance is taxable) Marriage or divorce
Dependent “child” up to age 26 Death
(Child means the employee’s natural child Birth or adoption of a dependent
or adopted child and any other child as Change in employment status
defined in the certificate of coverage) Dependent satisfying or ceasing to satisfy the
Your disabled children of any age plan’s eligibility requirements
Loss of or significant change to your current
If you and your spouse are both employees of TalentWave, coverage
dependent children can only be covered under either your Judgment, decree or court order
coverage or your spouse’s coverage, but not under both. Enrollment / ceasing to be enrolled in Medicare or
Medicaid
Ceasing to be enrolled in Children’s Health
What is Open Enrollment? Insurance Program (CHIP)
Open Enrollment is a once-a-year opportunity to make
You have 30 days from the date of the event to report
changes to your current benefits and to review which
and update your benefits with the Human Resources
dependents you will be covering during the new plan year.
department.
All changes you request will take effect January 1 for the
following plan year.
Benefits Enrollment Guide - Page 2
Frequently Asked Questions
What is a Deductible? benefits are covered 100% under all
The next time you are faced with medical plan options. Please visit
A deductible is the amount of money deciding where to go, be sure to www.uhc.com/health-and-
you or your dependents must pay evaluate all your options and choose wellness/preventive-care.
toward a health claim before your the setting that best suits your illness
insurance company makes any or injury. Of course, in a true What is the difference between
payments for health care services emergency, seek the appropriate care generic and brand-name drugs?
rendered. For example, if you have a without delay.
$1,500 deductible, you would be The difference between generic and
required to pay the first $1,500 (this is What is the Out-Of-Pocket brand-name medications lies in the
a discounted amount by utilizing the Maximum? name of the drug and the cost.
health plan), in total, of any claims Generic drugs cost much less than
during a plan year. The deductible The maximum amount (deductible, brand-name drugs, save you and your
excludes copayments where copays and coinsurance) that an employer money, and provide the
applicable. insured will have to pay for covered same health benefits as brand-name
expenses under a plan. Once the out- drugs.
What is Coinsurance? of-pocket limit is reached, the plan will
cover eligible expenses at 100% for What is the benefit of Mail-Order
Coinsurance is the amount expressed the calendar year. Drugs?
as a percentage of covered health
services that you must pay, after What is an Explanation of Benefits Mail-order drugs are perfect for
satisfying your plan deductible. (EOB)? patients who take medication on an
ongoing basis. Examples are high
An EOB is a description the insurance blood pressure medication, high
When do I pay a Copayment? company sends you explaining the cholesterol medication, insulin and
health care charges that you incurred birth control. Mail-order drugs are
Expect to pay a copayment, if your and the services for which your doctor convenient because they are
plan has copays, for doctor’s visits, has requested payment. You should delivered to your doorstep, which
emergency room visits and urgent compare your EOB to the bill you relieves the stress of standing in line
care center visits. receive from the doctor. All data on at the pharmacy.
your EOB should match the
information that appears on the What should I ask my doctor?
How do I know when to go to an statements you receive from your
Urgent Care Center vs. the doctor. If it doesn’t, contact the Amazingly, many patients do not ask
Emergency Room? doctor’s office immediately. their doctor basic questions. “How
much will my treatment cost?” “Can I
If you need medical care when your What is Preventive Care? be treated another way that is equally
regular doctor is not available, think
effective but less costly?” “What are
about going to an urgent care center. Preventive care is proactive,
the risks?” “What are the side
The urgent care center should be comprehensive care that emphasizes effects?” Having a dialogue with your
used for minor emergencies (fever, prevention and early detection. This physician can help you better
cough, pain, etc.) when your care includes physical exams, understand how his or her care
physician’s office is closed and your immunizations, well-woman and well- decisions affect your health plan
symptoms are too severe to wait until man exams. Be sure your child gets
costs. It also helps your doctor get to
the office re-opens or when you are routine checkups and vaccines as know you better and consequently
out of town. The copayment is less for needed, both of which can prevent
prescribe treatment that is more
the urgent care center than the ER, medical problems (and bills) down the effective.
and getting care at the urgent care road. Also, adults should get
center will most certainly be faster preventive screenings recommended Know Your Employee Benefits is written and
than an ER visit. Emergency rooms for their age to detect health produced for USI. © Zywave, Inc.
should only be used for true conditions early.
emergencies such as broken bones,
excess bleeding or severe pain. Remember, all preventive care
Benefits Enrollment Guide - Page 3
Medical Benefits
TalentWave offers two medical plans administered by United HealthCare Insurance.
The PPO plan features a deductible, office visit copayments, prescription drug
coverage and coinsurance for certain services. The HDHP requires the member to
pay the full contracted cost of care until the deductible is met. Through both plans,
you have access to thousands of network physicians and hospitals in the United
States through the Choice Plus Network. You are responsible for ensuring the
providers that you utilize are in-network to avoid high out-of-network costs. To access
a listing of providers, logon to the United HealthCare Insurance Company website at
www.myuhc.com.
Compare the plans below. If you enroll in the High Deductible Health Plan, you are eligible to open a Health Savings
Account, which allows you to set money aside, on a pre-tax basis to help pay for out-of-pocket medical costs.
PPO 2000 HDHP 4000
Medical Benefit In-Network In-Network
Deductible $2,000 - Individual $4,000 per person
$4,000 - Family $8,000 max per family
Coinsurance (Insurance 80% of medical charges after you meet 80% of medical charges after you meet
Pays) deductible deductible
Out of Pocket $6,000 - Individual $6,000 - Individual
Maximum $12,000 - Family $12,000 - Family
Physician Office Visit $30 copay primary care 20% after deductible primary care
$60 copay specialist 20% after deductible specialist
Preventive Care 100% 100%
Urgent Care $75 copay 20% after deductible
Emergency Room $500 copay 20% after deductible
Hospital Services 20% after deductible 20% after deductible
Outpatient Surgery 20% after deductible 20% after deductible
Outpatient Lab/X-Ray 100% 20% after deductible
Complex Radiology 20% after deductible 20% after deductible
Retail Drugs $100 Individual Deductible Copays after medical deductible has been
$300 Family Deductible met
(Both retail and mail-order)
$10 copay - Tier 1
$10 copay - Tier 1 $35 copay - Tier 2
$35 copay - Tier 2 $60 copay - Tier 3
$60 copay - Tier 3
Mail-Order Drugs $25 copay - Tier 1 $25 copay - Tier 1
$87.50 copay - Tier 2 $87.50 copay - Tier 2
$150 copay - Tier 3 $150 copay - Tier 3
Refer to the benefit summary or certificate of coverage for more information.
Monthly Rates
PPO 2000 HDHP 4000
Employee $331.26 $262.08
Employee + Spouse $1,036.00 $716.92
Employee + Child(ren) $907.87 $581.32
Employee + Family $1,612.60 $1,047.92
Health Savings Account
2020 Maximum Annual Contributions
$3,550 - Individual
$7,100 - Family
Benefits Enrollment Guide - Page 4
Dental Benefits
The dental plan is administered by United HealthCare Insurance Company and has a preferred provider
organization available to help save you money. You have the freedom to select any dentist, but you pay less
out of pocket when you choose an in-network provider. You may locate a dentist online, at the United
HealthCare Insurance Company website at www.myuhc.com. The dental plan utilizes UHC’s PPO National
Network.
Dental Plan
Dental Benefit In-Network
Deductible (You Pay) $50 per person
$150 family maximum
Benefit Maximum Dental - $1,000
Orthodontia - $500 (Children to age 19)
Preventive Services 100% - Not subject to deductible
Basic Services After deductible is met, insurance pays 80%
Major Services After deductible is met, insurance pays 50%
Orthodontia (Children to age 19) After deductible is met, insurance pays 50%
Refer to the benefit summary or certificate of coverage for more information.
Monthly Rates
Employee $31.03
Employee + One $60.88
Employee + Family $104.68
Vision Benefits
The vision plan is administered by United HealthCare Insurance Company, which offers a Preferred
Provider Network for you to choose a vision care provider. Please note you will not receive a vision ID
card. To receive service, you can provide your name and Social Security Number to an in-network provider
and they will be able to look you up. To access a listing of providers, (private practice and retail centers)
logon to the United HealthCare Insurance Company website at www.myuhcvision.com.
Vision Benefit In-Network
Exam Copay $10 copay (Once every 12 months)
Material Copay $10 copay (Once every 12 months)
Frames $130 allowance (Once every 24 months)
Single Vision Lenses 100% after copay
Bifocals Lenses 100% after copay
Trifocals Lenses 100% after copay
Contact Lenses (Elective) 100% up to 4 boxes, up to $105
In lieu of frames/lenses Fitting/evaluation fees are available at 15% off UCR
Contact Lens 100%
(Non-Elective/Medically Necessary) Determined at provider’s discretion for certain conditions
Refer to the benefit summary or certificate of coverage for more information.
Monthly Rates
Employee $7.51
Employee + One $13.69
Employee + Family $23.73
Benefits Enrollment Guide - Page 5
Voluntary Life Benefits
Voluntary life insurance for employees and their families is available at discounted group rates through Mutual of Omaha. This life
insurance plan will cover you or a covered family member in the event of a death while covered by the plan. Your designated
beneficiary is the person/s to whom you have assigned your life benefits. It is important to provide clear beneficiary selections to
the insurance carrier. Please be sure to update your beneficiary in Dayforce to avoid any potential problems for your beneficiaries.
You, the employee, are automatically listed as the beneficiary on any policy for your spouse or child/ren.
Important Note: If you choose not to enroll as a new hire, and would later like to enroll, EOI will be required regardless of the coverage level you
are selecting. Enrolling as a new hire is your only opportunity to receive the guaranteed issue, and not need to submit EOI.
Voluntary Life
Employee Spouse* Child*
Benefit $10,000 increments to a 50% of employee’s benefit to a 50% of employee’s benefit to a
$500,000 maximum, but no $250,000 maximum $10,000 maximum
more than 5x salary
Guarantee Issue 5x annual salary, up to $10,000 $10,000
Amounts $150,000
Evidence of You will be required to submit Evidence of Insurability if:
Insurability You declined voluntary life for you or your dependents during your initial eligibility period and
would like to enroll for coverage now.
You elect to increase your current election.
*In order to purchase Voluntary Life for Spouse and Children, you must buy coverage for yourself.
Refer to the benefit summary or certificate of coverage for more information.
Accident, Critical Illness and Hospital Indemnity
Accident, Critical Illness and Hospital Indemnity plans are offered on a voluntary basis and available to you at discounted group
rates through The Hartford. A full description of benefits can be found on the online portal.
Accident
What is it? An accident policy will pay a lump sum amount to you or your covered dependents when an
accident occurs for a covered event such as fractures, dislocations, physician visits, physical
therapy and many other things. The amount of the benefit is dependent upon the accident that
occurred and is paid directly to you and not your medical provider. This plan is designed to be
a supplement to your medical coverage.
Coverage Tier Employee Employee & Spouse Employee & Children Employee & Family
Rate $9.30 $14.67 $15.85 $24.84
Critical Illness
What is it? A critical illness policy will pay a lump sum amount to you or your covered dependents when
you are diagnosed with a covered illness such as cancer, coma, renal failure, etc.. You can
purchase coverage for yourself and your dependents in $15,000 increments, up to $30,000.
Rate Dependent upon age, smoking status, and coverage level and tier selected
Child rate: $0.16 per $1,000 in coverage
Hospital Indemnity
What is it? A hospital indemnity policy will pay a lump amount to you or your covered dependents when
you are confined to the hospital. The amount of the benefit is dependent upon length of
hospital stay.
Coverage Tier Employee Employee & Spouse Employee & Children Employee & Family
Rate $19.54 $40.40 $37.71 $61.30
Benefits Enrollment Guide - Page 6
Dependent Care FSA
A Dependent Care FSA (DCFSA) is a pre-tax benefit account used to pay for eligible dependent care services, such as preschool,
summer day camp, before or after school programs, and child or adult daycare. It’s a smart, simple way to save money while
taking care of your loved ones so that you can continue to work.
Dependent Care Flexible Spending Account
2020 Maximum Annual Contributions
$5,000 per household
Commuter Benefits
Commuter Benefits help you cut down on your daily commuting and parking costs. You are able to save some money by
registering for this benefit and using pre-tax money to pay for your daily commuting and parking costs. Your savings can add up to
40%! Your vouchers, tickets, passes and prepaid cards are shipped directly to your home via USPS. If you use a Smart Card, you
can directly load funds to your account via the online platform. Vouchers can be used to purchase tickets or passes from
participating transit operators.
My Commuter Check Commuter Card
What types of commuting expenses Bus, ferry, train, trolley tickets and passes. Parking expenses (meters, garages and lots). Vanpool Fees. Bike
are covered? maintenance and repairs. Navigate to https://commuterbenefits.com/products/product-overview/smartcards/ to
see a list of available Smart Cards.
What types of commuting expenses Tolls, taxis, gas/fuel, mileage, business trip costs, airport parking fees, parking fees at your home.
are not covered?
Allowable Limits Transit and Vanpooling: $270; Commuter Parking: $270
401(k)
A 401(k) is a retirement savings plan sponsored by TalentWave. A Traditional 401(k) lets workers save and invest a piece of their
paycheck before taxes are taken out. Taxes aren’t paid until the money is withdrawn. If you choose to open a Roth 401(k), you will
pay taxes before the deposits are made and in retirement, you can withdraw the money tax-free. The 401(k) is through The
Standard. Employees are eligible to contribute regardless of hours worked, and can enroll or change their contribution at any time
through www.standard.com/retirement.
401(k) Account Maximum Contributions for 2020
Under 50 Years of Age $19,500
50+ years of Age* $26,000
*Individuals who are age 50 or over by the end of the calendar year are eligible
Alliant Credit Union
Membership with Alliant Credit Union offers free checking with dividends, below market loan rates, and above market rates on
savings, IRAs and Certificates. Enrollment with Alliant is available to all employees, regardless of hours worked, and is available
to join at any time.
University of Phoenix
As part of the commitment TalentWave has made to workforce development, you are eligible to have the resource fees for your
first two courses each calendar year waived when enrolling in any degree program, certificate program or individual course
through University of Phoenix.
Benefits Enrollment Guide - Page 7You can also read
